Human Resource Management and Planning: Functions, Techniques, and Job Analysis

This guide from Desklib covers the basics of human resource management, including its functions, objectives, and the role of HR managers. It also delves into human resource planning, including techniques and common barriers, and the importance of job analysis in identifying job requirements and selecting the right candidates.

Week 1 activity portfolio

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Human resource management and its functions .........................................................................1
Objectives of HRM-.....................................................................................................................1
The nature of HRM-.....................................................................................................................2
Role of HR manager in HRM .....................................................................................................2
TASK 2............................................................................................................................................2
Human resource planning ..........................................................................................................2
Techniques for human resource planning ...................................................................................3
Barriers to human resource planning .......................................................................................3
TASK 3 ..........................................................................................................................................4
Job analysis .................................................................................................................................4
Steps of job analysis ....................................................................................................................4
Job description ............................................................................................................................4
Job specification ..........................................................................................................................4
CONCLUSION ...............................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource management refers to the strategic approach to efficient and effective
management of individuals in an organisation in order to help their company to earn a
competitive advantage (Agarwal, 2021). It has been formulated to enhance overall performance
of their potential employees in service of the strategic goals of employer. Human resource play a
major role in a company to manage their work force and lead them towards the achievement of
common objectives for the development.
This project covers HRM their functions, role and importance as well as human resource
planning or its barriers. At last, it highlights job analysis its important along with how it differ
from job description.
TASK 1
Human resource management and its functions
Human resource management is a term which defined as most important part of business
operations which perform various activities such as managing, guiding and controlling people,
work, environment or culture in order to achieve goals effectively. The HRM perform various
functions related with hiring, recruiting, managing, motivating as well as maintaining the whole
workforce in a business (Chaudhary, 2018). It deals with functions or issues concerned with
employees like hiring, development, motivation, training, communication, compensation along
with administration. The For example; In Morrisons, HRM plays six key functions such as
recruitment of suitable employees, maintain workplace safety or employee relations, conduct
compensation planning as well as identify employees problems and provide them training for
development.
Objectives of HRM-
 The main objectives of human resource management to form a organisational structure
which drives performance or productivity for the growth.
 In Morrisons, HRM Determine right time to select the right candidate or employee as
well as improving their skill base.
 Developing effective communication to bring coordination among working in an
organisation
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 Embracing broad ethical along with societal developments.
The nature of HRM-
 HRM consists management functions in Morrisons such as planning to organising to
directing as well as controlling the work or people.
 It includes procurement, development, management and maintenance of human resource.
 It assists to meet organisational, individual along with social aim or objectives.
 HRM refers to powerful disciplinary functions, it consists the study of sociology,
communication, management and psychology communication.
 It includes team work and team spirit among whole organisation which is necessary to
meet the desired outcomes efficiently or effectively (Gigauri, 2020)
Role of HR manager in HRM
HR manager plays a significant role in an organisation like Morrisons to perform various
activities like plan, organise, direct addition to coordinate the administrative activities. Also they
look out the interviewing, hiring and recruiting of new staff member, consulting and discussing
with top management on strategic planning as well as serve as a connection among business's
management or its workforce. For example, in Morrisons HR manager plays a many roles such
as talent management which includes hiring, developing, managing, training, completing their
retires and resigns activities, incentives, promotion and many more. They also provide
compensation and benefits to their employees in order to motivate them to give their full efforts
for the growth. Organise effective training and development program for their employees to
improve their skills or productivity. They also complete all the formalities regarding employees
agreement and maintain workplace safety (Macke and Genari, 2019).
TASK 2
Human resource planning
Human resource planning refers to the procedure of predicting the demand for as well as
supply of manpower requirement in near future to conducting operations of business effectively.
For example in Morrisons, HR professionals conduct this process and follow various steps to
compete it on time or effectively. Such as first they define and set the HR planning objectives
then determine the current requirement and supply human resources in company further they
identify the gaps in order select right and profitable candidate as per the vacant job role. HR
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management is responsible for managing all the activities of human resource planning effectively
and select the most suitable candidate with matching the skills, qualification, age, knowledge and
behaviour of them with the requirement in order to meet the needs effectively. HR planning
helps the management to make effective plan and conduct forecasting in order to maintain a
regular supply of talented and skilled member (Rana and Sharma, 2019).
Techniques for human resource planning
There are various techniques which is used for human resource planning such as
systematic techniques, workload analysis, model based regression analysis, delphi technique,
trend analysis and many more (Patterson and Driver, 2018). As all these techniques helps HR
professionals to determine the demand and supply of human resource in current and future in an
organisation in order to make balance between them for the achievement of goals effectively. For
example, in Morrisons , HR manager use systematic techniques in their human resource planning
which helps them to plan their human resource on the basis of past experiences of company to
make consistency in the supply of labour to meet short and long term needs. It is also known as
historical data analysis techniques which the professionals use to collect as well as analyse the
number of employees in different department or position in past in order to predict the
probability of future number of staff member that company will need to conduct their operations
(Shah, 2019)
Barriers to human resource planning
Various challenges and barrier which the HR professionals have to face while performing
human resources planning such as identify crisis, accuracy of forecasts, resistance from
employees as well as support of the top executive (Paillé, 2019). For example, In Morrisons ,
HR manager face various challenges like to find difficulties to determine the accurate demand
for people in future due to uncertain market condition and trends as well as if the prediction is
not correct then the planning will also not accurate which leads to decrease in productivity. If
there is any problem and lack of top management to provide information and support then their
planning goes wrong. Also they required huge time and cost to conduct proper planning. To
reduce these barrier they have to conduct proper research to supply people as per demand and
make their planning effective or accurate (Stewart and Brown, 2019).
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TASK 3
Job analysis
Job analysis has been determined as process of collecting as well as analysing
information related the content or people requirements of jobs addition to the relevance in that
jobs are performed (Bayo-Moriones and et.al., 2020). This is process which is used by managers
to identify placement of jobs with people. It is most important part in HRM which helps the
professionals to determine the nature and duties of jobs along with types of individual who must
be hired for their objectives. For example, In Morrisons its most important function in assuring
that the accurate candidate is hired or selected which proves as competitive advantage for
company. It also enable the staff members to have a clear insight of what they have to do and
actually needed with them (Stone, Cox and Gavin, 2020).
Steps of job analysis
 Determine the job objectives and requirements
 Research same job description
 Determine the results needed for particular job role
 Evaluate the job skilfulness among employee
 Determine the training and skills needed for selected candidate
 States the salary agreement
 Evolve the job continuously
Job description
Job description has been termed as a common efforts among supervisor and their
subordinates as well as supervisor have to be approve (Eyoun and et.al., 2020). It is a written
document which is prepared by manager and employer which contain various components like
job title, job objective, job responsibilities and duties, needed skills or qualifications, Desirable
working condition, behaviour and qualification.
Job specification
Job specification refers to the document or list of recommended abilities or quality for an
individual to qualify for as well as succeed in a given position where as job description includes
summary, responsibilities, position title for a particular job role or selected candidate (Lin and
Kellough, 2019). For example; in Morrisons, Job specification contents skills, educational
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qualification, experiences, characteristics, knowledge as well as personality traits which an
individual must have to perform a particular job role effectively (Zaid, Jaaron and Bon, 2018).
CONCLUSION
As per above presented information, it has been concluded that Human resource
management is most important part of company which perform various functions such as hiring,
selecting, recruiting, guiding, managing, controlling, motivating and training their workforce to
meet desired goals of company. HR professionals conduct human resource planning as well as
make various documents such as job analysis, job description and job specification.
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REFERENCES
Books and journals
Agarwal, P., 2021. Shattered but smiling: Human resource management and the wellbeing of
hotel employees during COVID-19. International Journal of Hospitality
Management. 93. p.102765.
Al-Jedaia, Y. and Mehrez, A., 2020. The effect of performance appraisal on job performance in
governmental sector: The mediating role of motivation. Management Science
Letters. 10(9). pp.2077-2088.
Bayo-Moriones, A. and et.al., 2020. Performance appraisal: dimensions and determinants. The
International Journal of Human Resource Management. 31(15). pp.1984-2015.
Chaudhary, R., 2018, December. Can green human resource management attract young talent?
An empirical analysis. In Evidence-based HRM: A global forum for empirical
scholarship. Emerald Publishing Limited.
Eyoun, K. and et.al., 2020. The relationship between purpose of performance appraisal and
psychological contract: Generational differences as a moderator. International Journal of
Hospitality Management. 86. p.102449.
Gigauri, I., 2020. Influence of Covid-19 crisis on human resource management and companies’
response: the expert study. International Journal of Management Science and Business
Administration. 6(6). pp.15-24.
Lin, Y. C. and Kellough, J. E., 2019. Performance appraisal problems in the public sector:
Examining supervisors’ perceptions. Public Personnel Management. 48(2). pp.179-202.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production. 208. pp.806-815.
Paillé, P., 2019. Green recruitment and selection: an insight into green patterns. International
journal of manpower.
Patterson, F. and Driver, R., 2018. Selection & Recruitment in the Healthcare
Professions. Research, Theory and Practice, p.Springer.
Patterson, F., 2018. Designing and Evaluating Selection and Recruitment in Healthcare.
In Selection and Recruitment in the Healthcare Professions (pp. 1-26). Palgrave
Macmillan, Cham.
Rana, G. and Sharma, R., 2019. Emerging human resource management practices in Industry
4.0. Strategic HR Review.
Shah, M., 2019. Green human resource management: Development of a valid measurement
scale. Business Strategy and the Environment. 28(5). pp.771-785.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management
and green supply chain management practices on sustainable performance: An empirical
study. Journal of cleaner production. 204. pp.965-979.
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